Human Resource Mangement
Michael C. Caliboso
Human Resource Management | MGT411 BLC
Instructor: Connye Harper
LASA 1—Human Resource Planning
August 01, 2013
Human Resource Planning
Human resource planning is one of the crucial practices in human resource management today, an embodiment of policies, practices, and systems that influence employees’ behavior, attitudes, and performance (Noe, Hollenback, Gerhart, & Wright, 2008, pp. 1-2). HR planning plays the role of supporting any organization’s strategy by identifying the numbers and types of employees the organization will require to meet its objectives (Noe, Hollenback, Gerhart, & Wright, 2008, pp. 2, 11).
According to Noe, Hollenback, Gerhart, & Wright organizations should carry out human resource planning as if to meet business objectives and gain an advantage over competitors. Organizations need a clear idea of the strengths and weaknesses of their existing internal labor force in order to be effective. In addition, they also must have some general idea of how they want to strive for the future. Such essentials include what size they want the organization to be, what products and services it should be producing, and so on (Noe, Hollenback, Gerhart, & Wright, 2008, p. 119).
This knowledge helps to architect their basis for recruiting the amount and type of individuals they want to hire. Noe, Hollenback, Gerhart, & Wright states that human resource planning compares the present state of the organization with its goals for the future, and then identifies what changes it must make in its human resources to meet those goals. The results may include downsizing, training existing employees in new skills, or hiring new employees (Noe, Hollenback, Gerhart, & Wright, 2008, p. 119).
Cultural Issues
Another kind of change affecting the U.S. labor force is that it is growing more diverse in racial, ethnic, and gender terms. Noe, Hollenback, Gerhart, & Wright forecast in the year 2016 the workforce in the
Human Resource Management | MGT411 BLC
Instructor: Connye Harper
LASA 1—Human Resource Planning
August 01, 2013
Human Resource Planning
Human resource planning is one of the crucial practices in human resource management today, an embodiment of policies, practices, and systems that influence employees’ behavior, attitudes, and performance (Noe, Hollenback, Gerhart, & Wright, 2008, pp. 1-2). HR planning plays the role of supporting any organization’s strategy by identifying the numbers and types of employees the organization will require to meet its objectives (Noe, Hollenback, Gerhart, & Wright, 2008, pp. 2, 11).
According to Noe, Hollenback, Gerhart, & Wright organizations should carry out human resource planning as if to meet business objectives and gain an advantage over competitors. Organizations need a clear idea of the strengths and weaknesses of their existing internal labor force in order to be effective. In addition, they also must have some general idea of how they want to strive for the future. Such essentials include what size they want the organization to be, what products and services it should be producing, and so on (Noe, Hollenback, Gerhart, & Wright, 2008, p. 119).
This knowledge helps to architect their basis for recruiting the amount and type of individuals they want to hire. Noe, Hollenback, Gerhart, & Wright states that human resource planning compares the present state of the organization with its goals for the future, and then identifies what changes it must make in its human resources to meet those goals. The results may include downsizing, training existing employees in new skills, or hiring new employees (Noe, Hollenback, Gerhart, & Wright, 2008, p. 119).
Cultural Issues
Another kind of change affecting the U.S. labor force is that it is growing more diverse in racial, ethnic, and gender terms. Noe, Hollenback, Gerhart, & Wright forecast in the year 2016 the workforce in the